Workplace gender auditing

How to do a workplace gender audit to measure progress towards gender equality.

The Gender Equality Act 2020 requires organisations to regularly collect and report data on gender equality in the workplace by doing workplace gender audits.

Data helps us understand where change is needed and what’s changing over time. By publicly reporting data, we can also be transparent and accountable to employees and the community.

Collecting this data means organisations can see where gender inequality is persisting. They can decide what actions to take and see what’s working and what isn’t.

The Commission for Gender Equality in the Public Sector can also use the data to assess workplace gender equality across Victoria, ensure statewide policy development is evidence-driven and measure progress over time.

  • If your organisation is a defined entity, you must do a workplace gender audit in every year that you do a Gender Equality Action Plan. The first workplace gender audit must be based on data at 30 June 2021.

    You must include the results of the workplace gender audit in your Gender Equality Action Plan and develop strategies and measures to make change based on the results.

  • A workplace gender audit needs to:

    • include gender-disaggregated data against the workplace gender equality indicators
    • consider intersectionality – gender inequality may be compounded by the impacts of disadvantage or discrimination someone might experience on the basis of other factors such as age, disability, or ethnicity, among other factors

    See below for more detailed guidance on how to do a workplace gender audit, including what data is required.

  • Gender disaggregated data is data that is broken down separately for women, men and gender diverse people.

  • The workplace gender equality indicators are defined in the Act. Find out more about the indicators.

How do I do a workplace gender audit?

Workplace gender audit guide

This guide has been developed to help you conduct a workplace gender audit. This guide is issued under section 47 of the Act, which means defined entities must have regard to it when complying with their obligations.

There are 4 parts to the guide:

Guidance for defined entities

This guidance describes the workplace gender auditing process and sets out what workforce data measures to include in an audit. This guidance should be read together with the indicative reporting template.

Indicative reporting template

This template provides an indication of what the workforce data reporting format will look like, and may help you conduct a test audit. The Commission will update this template as it continues to develop its reporting platform, and will provide further guidance to support defined entities to ensure privacy when managing this data.

Employee experience survey questions

This document sets out the survey questions that form part of a workplace gender audit. These survey questions will appear in the Victorian Public Sector Commission's People Matter Survey (PMS) 2021. This means that organisations who participate in the PMS do not need to administer these questions in a separate survey.

Practice note - Gender equality employee survey

This practice note includes important advice for organisations who do not participate in the PMS. We strongly recommend these organisations engage a third party to administer their survey as part of their workplace gender audit obligations. The practice note sets out key protocols to protect the safety and anonymity of staff as well as advice on survey timing.

Reviewed 01 April 2021

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